Careers with HS2 Ltd

We embed inclusive practices throughout our recruitment process. These include anonymised sifting – removing names and personal details from applications – to reduce the potential for unconscious bias. As a Disability Confident Employer, we remove barriers to employment by reinforcing our commitment to accessibility and equity. 

We support a culture of continuous learning through a range of opportunities. 

We invest in colleagues at every stage of their career, whether they’re just starting out or leading a team. Through apprenticeships, leadership programmes, technical training and talent initiatives, we’re giving people the skills they need to build HS2 and create a pipeline of talent for major infrastructure projects of the future. 

Life’s challenges don’t stop during working hours. That’s why our benefits package supports colleagues wherever they work – onsite, remotely or in shared spaces.   

From 24/7 menopause support and mental health resources to financial wellbeing advice and healthcare cash plans, we offer support for every aspect of your life. 

These benefits reflect our commitment to creating a caring, inclusive and supportive environment where everyone thrives. 

Receive competitive pay and awarding winning benefits package.

We’ll also help you save for your future through our salary sacrifice pension scheme where we will contribute double what you contribute up to 12%.

Safety is fundamental to everything we do, and that includes mental wellbeing. We treat mental health with the same rigour as physical safety.  

We work with trusted partners to support our workforce’s health, safety and wellbeing, whether they’re on construction sites, working remotely or in shared spaces. 

We’re committed to creating environments where people feel safe to speak up, and to improving occupational health services. This includes access to physical and mental health support and regular health checks.  

Our eight employee networks represent key communities:  

• ethnic minorities 
• disability and accessibility 
• LGBTQ+ inclusion 
• gender equity 
• environmental awareness 
• Armed Forces 
• professional development, and 
• early careers. 

These networks are vital to shaping our culture, supporting family-friendly policies, hosting events, and collaborating with the wider supply chain to promote inclusion across the whole programme. 

We ask for detailed information in your online application. However, we first assess how suitable you are based only based only on your CV. 

To removes bias and create a diverse workforce, we anonymise your CV – we remove personal information during the first stage of the review. 

This is why it is essential that you attach an updated Word document copy of your CV for each new application. Make sure you include evidence related to the requirements we’re looking for in the job description. 

Make sure you read the job description carefully to understand the knowledge, skills and abilities we’re looking for. 

Decisions on who we invite for interview are based on the information you share in your CV. So make sure you include specific examples of projects, activities and outcomes. 

Consider how your skills and experience relate to the job. Where you lack specific experience, show how you can apply the same skills in different situations or sectors. 

Update your CV specifically for this role. Include evidence directly related to the criteria in the role profile. 

Focus on the knowledge, skills and experience that will help us select you for an interview. 

Keep your CV to a maximum of three pages and don’t attach a photograph. 

Rewrite your CV to clearly describe your previous experience that’s relevant to the role. 

The role description includes the knowledge, skills and experience we’re looking for. 

We use a scoring system to make sure everyone is assessed fairly and in the same way. It works like this: 

4 – Demonstrates outstanding evidence – Far exceeds acceptable standards 

3 – Demonstrates very good evidence – Better than acceptable standards

2 – Demonstrates acceptable evidence – Meets requirements

1 – Evidence of this competency is not quite up to acceptable standards

0 – Evidence of this competency fails to meet acceptable standards 

Once you send us your application, you will not be able to change it. 

You will receive an automatic confirmation email from the [email protected] address confirming we’ve received your application. 

We will review your CV and reply as quickly as possible.

Set up job alerts via Mange Profile and you’ll to be automatically notified about suitable new roles as soon as they’re advertised.

Remind yourself of the criteria required in the role. 

Create a list of your experience, projects, responsibilities and strengths from work experience, home life, social life and education. 

Consider how your list relates to the role profile. 

Think about how you would structure answers using specific examples. 

The STAR technique helps you clearly structure your responses. Applying the STAR format will give you the best chance of a high-scoring answer. Here’s how it works: 

Situation: How, when, where, with whom? – Set the scene and context for your action. 

Task: What was the situation or task you faced? – Explain your responsibilities and objectives. 

Action: What action did you take? – Describe what you did, thought, felt and why. 

Result: What results did you achieve? – Describe the outcomes and impact of your actions. 

Think about what follow-up questions you could be asked and be ready with responses. We will be looking for answers that are clear, comprehensive and display positive behaviours consistent with our values.

If you’re invited to an interview, you will meet with a panel of three HS2 employees including the line manager, an HR representative and a third individual, potentially from outside the team or function. 

A diverse interview panel – where the interviewers represent different backgrounds, experiences and perspectives to ensure fair and inclusive recruitment decisions – helps us consider candidates from a broader range of perspectives, making our roles more accessible and our decisions better. 

Contact us in advance if you need any reasonable adjustments for your interview. 

During the interview, listen carefully to questions and if you need something explained ask the interviewer for clarification. 

You can make notes during the interview to help you keep track of what you have been asked, or what you have already said. 

Remember: the interview is your opportunity to get information from us, so prepare some questions for the panel but avoid questions about salary. 

We will confirm how long the selection process is likely to take when you are invited to attend and provide detailed information for preparation in advance. 

If you are successful and we offer you a role with HS2, we will conduct background and verification checks before you start. This includes verifying your previous employment, education, finance checks and a basic check of unspent criminal convictions. Some roles may require more in-depth background checking, which we will discuss during the application process. 

Two Snowhill
Snow Hill Queensway
Birmingham
B4 6GA 

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The office is next to Birmingham Snow Hill station and about 10 minutes’ walk from New Street station. 

There is an 800-space multi-storey car park above Birmingham Snow Hill station on Livery Street, Birmingham 83 2BJ, with 10 Blue Badge spaces offering free parking with no time limits when displaying the badge. 

The Podium Euston
1 Eversholt Street
London
NW1 2DN 

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The closest rail station is London Euston, less than a two-minute walk to The Podium. 

Euston tube station is located in the rail station. There are two entrances to the ground floor lift lobby.